Benefits are one of the top reasons healthcare staff stay — or leave.
Your benefits package is strong and already competitive in today’s healthcare job market. But even top-performing practices can lose their edge without routine adjustments.
Schedule a call to discuss your practice's benefits package and how we can help.
Schedule a Formal Benefits Benchmarking Session every 12 months. Healthcare labor trends shift quickly, especially around mental health, parental leave, and student loan reimbursement.
Consider Layering In High-Impact Perks like fertility assistance, mental health apps, or identity theft protection to further differentiate yourself.
Audit Utilization vs. Value: Are your benefits being used and appreciated? If not, it's time to realign with staff needs through surveys or usage data.
Build a Brand Around Your Benefits: Showcase your package in job postings and during interviews—benefits should be a recruiting magnet, not an afterthought.
You’re on the right track, but certain outdated or under-leveraged areas may be costing you top talent—or worse, increasing turnover.
Schedule a call to discuss your practice's benefits package and how we can help.
Prioritize Raising Health Insurance Contributions to 65%+ of premiums. This is a non-negotiable expectation for most healthcare workers today.
Introduce a 401(k) with Matching, even modest (2–3%). Studies show even small contributions drastically improve retention.
Add One High-Value Extra Benefit this quarter, such as a CME allowance or wellness stipend. These can elevate your package with minimal cost.
Reevaluate PTO Policy: Practices offering <15 days often see higher burnout and more unplanned absences.
Benchmark & Compare: Most practices haven’t reviewed their packages in over a year. A quick comparison to similar-sized competitors can reveal clear opportunities.
Your current benefits structure is likely a barrier to recruiting and retaining skilled healthcare staff. Candidates are walking away, and your current team may be quietly job hunting.
Schedule a call to discuss your practice's benefits package and how we can help.
Start with a Full Benefits Redesign. Don’t patch holes—rebuild your strategy with input from HR data and staff feedback.
Focus on Core Benefits First: Health insurance, PTO, and retirement are baseline expectations, not perks.
Use Tiered Rollouts: Can’t afford everything at once? Prioritize by impact: start with boosting insurance coverage, then introduce a simple 401(k), then PTO.
Communicate the Change Internally: Even small improvements can shift morale, so announce and explain new benefits with enthusiasm.
Stop Guessing—Use Data: Utilize cost modeling tools to design a competitive plan that fits your budget and beats market averages.
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John Doe - Happy Client